Best Employment Lawyers in Schaumburg

FAQs

• What is the non-emergency contact number for the local police station in Schaumburg, Illinois?

  The non-emergency police number for Schaumburg Police Department is 847-895-4500.

• Where can I get a copy of police reports for incidents related to my case in Schaumburg, Illinois?

  Police reports can be obtained through the Schaumburg Police Department's Freedom of Information Center. Just go to https://www.villageofschaumburg.com/government/general-government/freedom-of-information-act to submit a request.

• What are the grounds for workplace discrimination in Schaumburg?

  In Schaumburg, it is illegal for employees to discriminate against employees on the basis of race, color, religion, age, gender, sexual orientation, and disability. There are also other protected classes that are specific to Illinois such as citizenship status, arrest record, marital status, being homeless, veteran and military status, being a domestic violence victim, and being under an order of protection. If you believe that you have been discriminated against, consult with an employment attorney to determine your options.

• Are employers in Schaumburg required to offer severance pay to terminated employees?

  Although there is no legal requirement for employers to provide severance pay or benefits when terminating an employee in Schaumburg unless stated in the employee's contract, they can choose to offer these benefits through severance benefit plans, employment agreements, or customary practices. If you are offered any severance, talk to an employment lawyer before signing any release or waiver agreements.

• Are employers in Schaumburg required to provide paid sick leave to their employees?

  In Schaumburg, employees are entitled to one hour of paid sick leave for every 40 hours worked, up to 40 hours per year. They can even carry over up to 2.5 hours of unused sick leave into the following year. Additionally, employers are not required to compensate employees for unused sick leave. Paid sick leave also covers an employee's family members.

• What are the laws regarding breaks and meal periods for employees in Schaumburg?

  Schaumburg follows the One Day Rest in Seven Act, which requires employers to offer their employees a minimum 20-minute meal break if they work for 7.5 consecutive hours or longer. This break must begin no later than 5 hours after the start of the work period. Employers must also give their employees at least one day off every week under the law.

• What are the laws regarding overtime pay in Schaumburg?

  Employers in Schaumburg are required to pay employees who work more than 40 hours in a work week, according to the federal Fair Labor Standards Act. Under the law, employers should pay their staff one-and-a-half times their regular hourly wage. It is best to consult with an employment lawyer to determine if you are covered by the law.

• What does an employment attorney do?

  Employment attorneys represent workers, companies, unions, and advocacy groups. Their primary job is preventing and resolving disputes related to state and federal employment regulations as well as civil rights. They assist with the development of policies, including laws and employee handbooks, and they represent clients in court and during administrative hearings overseen by the U.S. Equal Employment Opportunity Commission and state-level labor agencies.

• How much should I ask for in a discrimination lawsuit?

  Employment-related claims are among the most complex and time-consuming lawsuits heard in the civil court system. Before workers can file a lawsuit, they must file a claim with the U.S. Equal Employment Opportunity Commission. Every year, the EEOC recovers $505 million for victims of workplace discrimination. When cases proceed to court, the average settlement is approximately $40,000. However, roughly 10% of claimants receive at least $1 million.

• How do I prove discrimination in the workplace?

  Discrimination lawsuits are typically based on an established pattern of behavior in the workplace. Employment attorneys who handle these claims generally advise clients to gather evidence and document all instances of discrimination, harassment, or abuse, as they occur. The following documents are often vital for proving workplace discrimination:

  • Personnel files
  • Payroll records
  • Employee handbooks
  • Diary or journal entries
  • Medical or mental health records
  • Reports from witnesses
  • Photos or video footage
  • Physical evidence

  
  

• Can I sue my company for a hostile work environment?

  Yes, offensive or unwelcome conduct that creates a hostile work environment and affects your terms of employment may give you reason to take legal action. However, rude or abusive behavior on its own isn’t illegal. It must also be tied to other legal issues, such as retaliation for reporting harassment or discrimination directed at members of a protected group.

• What is the EEOC?

  The EEOC is the U.S. Equal Employment Opportunity Commission. It's a federal agency tasked with helping to enforce laws concerning discrimination in the workplace. Not all employers are covered under the EEOC. Typically, you have to work for an organization with at least 15 employees or for a labor union or agency to be covered by EEOC protections.

• How do I report an abusive boss?

  If you believe you're being discriminated against, you have several options. First, follow internal reporting procedures with human resources or other leadership. You can also file a charge of discrimination with the EEOC. Talking to an employment attorney can help you understand your options and protect your interests.

• What laws protect employees from job discrimination?

  • The Civil Rights Act of 1964 provides employees with protection against discrimination based on a wide variety of factors, including national origin, sex, religion, race, and color.
  • The Age Discrimination Act of 1967 applies age to the protected class.
  • The Equal Pay Act of 1963 forbids sex-based compensation discrimination.
  • The Rehabilitation Act of 1973 makes it illegal to discriminate on the grounds of disability in terms of employment decisions.
  • The Civil Rights Act of 1991 adds more protection and power to the federal government to enforce some of these laws.

• How do I file a wrongful termination claim?

  You can file a wrongful termination claim with the EEOC online, via mail, or in person at various EEOC branch offices. You may be able to file a complaint with a state agency. To determine an appropriate plan of action and which organizations you can file with, speak to an employment lawyer.

• What is unfair treatment at work?

  Unfair treatment is not the same as unlawful treatment. There aren't laws against unfair treatment, which can include a boss who generally bullies people into action or someone who doesn't make fair decisions about time off because of nepotism or mood. Such issues may not constitute a claim for a court argument or allegation, unlike unjust judgments made on the grounds of race or age. An employment attorney can clarify if unfair treatment is also unlawful.

• What are some workers\' rights related to injury and illness?

  Employees have a variety of rights related to time off if they're injured or fall ill. For example, in workplaces covered by the Federal Medical Leave Act, workers are allowed to take up to 12 weeks off without losing their position in a company. The leave is unpaid unless PTO time can be used to cover it. Employees may also have rights to file a workers' comp claim if they're injured on the job. All of these laws cover different situations and types of employers, and an employment attorney can help you understand what rights you have.

• Can an employer force you to work?

  This is a gray area in some cases, which is why it may be a good idea to consult an employment lawyer if you have concerns about your workplace. According to the Occupational Safety and Health Administration , workers have a right to refuse to work in dangerous situations. But the burden of proof that this is, in fact, the case, can weigh heavily on the employee.